Employee Benefits Update
Showing 257–272 of 395 results
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Navigating the revised Form 2848
Year End 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 384
Abstract: Third-party administrators (TPAs) use IRS Form 2848, "Power of Attorney and Declaration of Representative," when representing clients on matters concerning IRS notices. The form allows TPAs to apply for a determination letter on the client’s behalf. The TPA or plan administrator must complete Form 2848 when using voluntary correction programs. This brief article summarizes the revised Form 2848 that affects retirement plans.
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The Moving Ahead for Progress in the 21st Century Act — PBGC premiums increased and pension plan funding stabilized
Year End 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 449
Abstract: In July, President Obama signed into law the Moving Ahead for Progress in the 21st Century Act (MAP-21). The act significantly affects pension plans through the stabilization of pension funding and by increasing Pension Benefit Guaranty Corporation (PBGC) premiums substantially through 2015. This article reviews what pension plan sponsors need to know.
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Are you ready for a plan audit?
Year End 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 809
Abstract: Federal audits and investigations of retirement plans are on the rise. With proper preparation, plan sponsors can get through the process with minimal problems. A well-prepared employer will help simplify the audit process, minimize paperwork, lower administrative costs and reduce risks connected with an audit. This article describes what every sponsor can do to ease the audit process.
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Patient Protection and Affordable Care Act — What plan sponsors need to do to be ready for 2013
Year End 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 940
Abstract: The Patient Protection and Affordable Care Act (PPACA) and the resulting U.S. Supreme Court decision made headlines for most of 2012. PPACA requires important changes for plan sponsors in 2013. This article presents some of the highlights.
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COMPLIANCE ALERT
October / November 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 88
Abstract: A brief list of key tax reporting deadlines for October through December.
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Reformation and surcharge under ERISA — Expanding on a Supreme Court theory
October / November 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 428
Abstract: Last year, the U.S. Supreme Court ruled that a summary plan description (SPD) isn’t a plan document subject to enforcement under the Employee Retirement Income Security Act of 1974 (ERISA). The Court did, however, state that, if an employer issued an intentionally misleading SPD, a plan participant may have an ERISA claim under equitable doctrines, such as reformation and surcharge. This brief article reviews a U.S. Court of Appeals for the Ninth Circuit case that tackled this issue. Citation: Skinner v. Northrop Grumman Retirement Plan B, 673 F.3d 1162 (9th Cir. Mar. 16, 2012); ERISA §502(a)(1)(B).
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The DOL issues opinions on "open" multiple employer plans
October / November 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 487
Abstract: Earlier this year, the Department of Labor (DOL) issued two advisory opinions that address the legitimacy of "open" multiple employer plans (MEPs). An open MEP acts as plan sponsor and plan administrator under ERISA of a single plan under which unrelated employers participate. This article discusses the DOL’s conclusion that an "open" MEP isn’t a single retirement plan under ERISA. Citation: DOL advisory opinions 2012-03A and 2012-04A
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Does your plan have the right vesting schedule?
October / November 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 833
Abstract: Vesting defines the amount of ownership a plan participant has in employer contributions according to the plan sponsor’s predetermined vesting schedule. Vesting schedules can vary by retirement plan. This article summarizes the different types of vesting schedules and why a plan sponsor may choose to add or change an employer contribution vesting schedule.
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Employees seek more security, yet take more responsibility — Highlights of MetLife’s benefits trends study
October / November 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 823
Abstract: MetLife has released its 10th Annual Study of Employee Benefits Trends. The study is a compilation of the results of surveys of employers and employees about issues facing the U.S. benefits industry today. This article reviews some of the study’s highlights.
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COMPLIANCE ALERT
August / September 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 66
Abstract: A brief list of key tax reporting deadlines for September and October.
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Timing is key in miscalculation-of-benefits lawsuits
August / September 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 403
Abstract: The statute of limitations defines the time after which a plaintiff can no longer file a lawsuit against a defendant. If a qualified retirement plan denies benefits to a participant, when does a claim for benefits "accrue" to trigger the running of the statute of limitations? A recent court case examines this issue. Citation: Novella v. Westchester County, 661 F.3d 128 (2nd Cir. 2011); Wise v. Verizon Communications, Inc., 600 F.3d 1180 (9th Cir. 2010); Young v. Verizon’s Bell Atlantic Cash Balance Plan, 667 F.Supp.2d 850 (N.D. Ill. 2009); Miller v. Fortis Benefits Insurance Co., 475 F.3d 516 (3d Cir. 2007).
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When to pay plan benefits to an alternate payee — A qualified domestic relations order primer
August / September 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 638
Abstract: A qualified domestic relations order (QDRO) is a domestic relations order in which an alternate payee receives all or a portion of the benefits payable to a participant under a retirement plan. To be a QDRO, however, certain requirements must be met. This article summarizes the basics of a QDRO.
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Are you sending the required notices to participants?
August / September 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 799
Abstract: Numerous laws and regulations require plan sponsors to provide retirement plan participants notice of various plan documents or occurrences. Even though each plan is different, this article identifies some general plan-related notices and specific notices for defined contribution (DC) and defined benefit (DB) plans.
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Now is the time — Questions to ask when reviewing service providers
August / September 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 798
Abstract: Most retirement plan sponsors think about converting to new providers starting with the new plan year. For calendar year plans, the new plan year begins on Jan. 1. To be ready for that date, now is the time to examine service providers and decide whether to make a change. This article offers some guidelines regarding what to look for.
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COMPLIANCE ALERT
June / July 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 85
Abstract: A brief list of key tax reporting deadlines for June and July.
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Service providers’ fee disclosure date is on the horizon
June / July 2012
Newsletter: Employee Benefits Update
Price: $225.00, Subscriber Price: $157.50
Word count: 406
Abstract: The Department of Labor (DOL) released a final rule requiring service providers to disclose fee and expense arrangements to simplify comparisons between investment options. Service providers must give disclosures to participants and beneficiaries on or before the date that they can first direct their investments, and then annually for following years. This brief article reviews what service providers must provide in their disclosures to participants and when.